7 Keys to Integrating Remote Employees Into Your Culture

By, Al Curnow, Vice President Building an extraordinary culture, for any organization, is not an easy undertaking.   It requires intention, planning, clarity of expectations, and continual teaching and reinforcement.  If you have remote employees, the process might feel even more daunting. The reality is that many organizations rely on remote employees to fill important roles on their team.  By following many of the same steps we teach in our Fundamentals System, you can have great success in helping your remote employees become integrated into your organization while becoming significant contributors to your team.  Here are seven key ingredients required to ...

“It’s Not My Job” and other Workplace Frustrations

By Rob Wolff, Vice President I’ve had more conversations than I can count with business leaders where the topic quickly turns to frustrations with employee attitudes and core knowledge.  Whether it’s a complaint about Millennials, or the dreaded “back in my day…”, it’s all too common to see and hear frustrations that revolve around employee behavior.  These aren’t new complaints, I’ve had my share of similar challenges throughout my career, as has just about anyone who’s managed people.I was with a very capable and motivated leader recently who seemed ready to jump off a bridge if one more person on ...
Recipes for Success | The Fundamentals

Recipes for Success:  EOS® and the Fundamentals System™

By David Friedman, Founder/CEO Lately, I’ve been getting more and more questions from companies who are practicing EOS (the Entrepreneurial Operating System) and are curious to understand how the Fundamentals System fits within that structure.  Here’s the shortest answer to that question:  While EOS emphasizes the importance of culture, it’s comparatively “light” when it comes to the actual mechanics for how to actually operationalize it down to the level of every team member.  As an alternative, what many companies do is simply “plug and play.”  In other words, they practice EOS, but swap out the EOS culture portion and instead ...

Using Culture as a Force Multiplier

By Jake Friedman, Consultant One of the first times I recognized the impact of culture was back in high school. I played football at school, but in the small New Jersey town I grew up in, football wasn’t the big deal it is other places. Our team had decent athletes, but wasn’t anything spectacular, and the results were typically mediocre. My senior year we won a total of 3 games, if I remember correctly.However, in a dramatic turn of events, just two years after I graduated, my hometown football team went undefeated and won the state championship. How in the ...

Drive Your Culture Through Accountability

By Bill Kaiser, Vice President One of the many positives of my work is that I get to meet and work with great leaders.  Each day is an opportunity to learn something new.  Recently, the CEO of one of my clients asked me if there was anything in particular that stood out that leaders I’ve met with are commonly challenged by. Several came to mind.  Many continue to be challenged by the tight labor market.  Finding and keeping A+ talent remains a daily grind. Some need more consistency with top line growth and others are hoping for less consistency with ...

The Science Behind Behavior Change

By Al Curnow, Vice President At High Performing Culture, we understand that the creation and development of an extraordinary culture requires a couple of key ingredients.  We must first define those behaviors (Fundamentals), that if practiced regularly by our team members, would make us stand out above our competitors.  Then, we must figure out ways to make these behaviors stick through continual coaching and teaching. We’ve seen this process work with close to 300 organizations across the country.  An important element of effective coaching and teaching, however, is understanding just how behavior change really works.  It would be easy if ...

When’s the right time to work on your culture?

By Rob Wolff, Vice President Like all of us at HPC, one of the hats I wear is that of a salesperson, and one of the most common responses any of us receive from CEOs and business owners is that “we really need to do this, but it’s just not the right time because _________.”  When I hear that phrase, I immediately think that if that’s the case, then working on your culture is the LAST thing you should put off!  After all – your culture is among the few things that touches and impacts literally everything that happens at ...

Practicing the “Human Touch”

By David Friedman, Founder/CEOThe other day I received a birthday card in the mail.  It had no personal note in it, but did have the business card of the person sending it.  He’s a mortgage lender who secured construction financing for us 12 years ago when we were building our house.  I haven’t spoken to him or heard from him since that loan, other than an annual birthday or holiday card with his business card (and sometimes a list of the awards he’s won).  Here’s the ironic thing:  he likely thinks he’s keeping in touch with me and increasing the ...

Show Me the Numbers

  By Melanie Booher, Senior Consultant Good business leaders are often praised for their strong financial prowess, ability to drive numbers, and steadfastness in obtaining results. Metrics are their holy grail.   Great business leaders are also people-minded. And while it can be difficult to measure softer items (like feelings, empathy, engagement, camaraderie), they do matter and they do impact results.  I’ll never forget the time this lesson really stood out: As the HR leader at a small firm, I had worked hard to secure approval from our CEO granting everyone 1/2 day off (and in a billable environment this is ...

How to Write Effective Fundamentals

By Jake Friedman, Consultant Two weeks ago, my colleague, HPC Senior Consultant Bill Kaiser, wrote about how to brainstorm the behaviors (we call them “Fundamentals”) that drive success in your organization, and why that’s important to do well if you want your culture to become a sustainable competitive advantage. Today, I’ll talk about how to effectively write those behaviors so that they’re able to be taught and understood clearly by your people. Together, these two activities, brainstorming and writing behaviors, make up the first step in the Fundamentals System’s 8-step framework for driving a high performing culture. Explanatory descriptions Each ...